HR Challenges in Cable TV Industry

Human resources (HR) plays a vital, and probably underrated, role in the cable television industry, just as it does in many others. As cable television expands, changes, and grows at a rapid clip along with the technology that supports it, HR has to address the many personnel-related issues that accompany those changes, not the least of which are changes in overall corporate direction, the branching out of the cable television industry into new terrain, and the need to keep the workforce flexible and available for whatever it may be called upon to do.

The cable television industry poses at least five unique challenges for the industryÆs HR departments. First, as cable/television technology continues to change at a rapid pace, HR departments need to help managers find and keep people who have the requisite technical skills to change with it (ôThe H Factorö). A second challenge associated with the rapid change is change management within the organization (ôFMS OIC

. . .
managing the flexible benefits package, HR can employ a specially designed human resources system that is capable of filtering all human resources transactions through the individual benefits set for each employee. Contingent Workforce The utilization of a contingent workforce involves the hiring of freelance contingent workers as needed or the use of an agency that provides contingent workers on a contract basis for larger projects or other contingencies. A contingent workforce can enable an organization to respond more quickly to challenges that come up without warningùa more common occurrence in todayÆs media industry. If a new technology is discovered that needs to be developed in half the usual time in order to beat the competition, a company can either hire more full-time workers and pay them top compensation and benefits while deliberating over what it will do with them when the project is done, or it can hire a contingent workforce that is available immediately but that can be dismissed when the immediate need is satisfied. In terms of change management, the use of the contingent workforce has the potential of being an excellent strategy for maintaining flexibility and rapid response. A contingent workforce can also
. . .

Some common words found in the essay are:
HR HR, Impact Outsourcing, Contingent Workforce, Demographics Changing, York City-USA, Introduction Human, Importance Challenge, Welch Strohmeier, Challenges Abstract, Retrieved February, contingent workforce, contingent workers, cable television, human resources, 15 2006, retrieved february, retrieved february 15, february 15 2006, february 15, change management, cable television industry, upper management, television industry, change management organization, reporting vice president,
Approximate Word count = 2154
Approximate Pages = 9 (250 words per page)